Conflict Resolution Britt Andreatta Ph D Conflict Defined

Conflict Resolution Britt Andreatta, Ph. D.

Conflict Defined § Dictionary = “fight, battle, struggle, controversy, quarrel; discord of action, feeling, or effect; antagonism or opposition, as of interests or principles; incompatibility or interference, as of one idea, desire, event, or activity with another” § Natural part of group development § Inherently not negative but can create negative outcomes if not facilitated properly

Stages of Group Development § Tuckman’s Model § Five stages: 1. 2. 3. 4. 5. Forming Storming = conflict is NORMAL! Norming Performing Adjourning

Conflict Styles § How an individual responds to conflict § Orientation to win/loss paradigm § Function of ratio between assertiveness and cooperativeness § Thomas-Kilmann Instrument (TKI)

assertive Forcing Collaborating Compromising unassertive Assertiveness: Attempting to satisfy one’s own concerns Conflict Response Alternative Avoidable uncooperative Accommodating cooperative Cooperativeness: attempting to satisfy the other party’s concerns

Thomas-Kilmann Instrument (TKI) § § § Accommodating (1/9) Competing (9/1) Avoiding (1/1) Compromising (5/5) Collaborating (9/9)

Interpreting Your Results 9 Accommodating(1/9) Collaborating (9/9) Compromise (5/5) 1 Avoiding (1/1) 1 Competing (9/9) 9

Resolving Conflict § Conflict is normal part of group development § Can facilitate group through healthy process § Stages: 1. 2. 3. 4. 5. 6. Identify the source Assess the climate Determine conditions for problem solving Generate solutions Implement action plan Monitor, evaluate and renegotiate

Identify Source of Conflict Possible sources: § Lack of communication § Disagreement about goals or process § Differences in personality, work style, etc. § Clash over status/power, ideas/issues § Etcetera

Assess the Climate § Do a reality check. Clarify people’s perceptions; how far apart are they? § What other variables are at play? Hidden agendas, emotional attachments, vested interests

Conditions for Problem Solving § What are the group’s values or norms for conflict resolution? (e. g. , use of third party, solving in private, etc. ) § Set conditions/groundrules for meetings § Assess conflict styles and educate group § Determine desired outcomes and criteria for assessment of success

Generate Creative Solutions § Brainstorm, idea map, etc. § In collaboration, you would identify alternative resolutions and their consequences for each party.

Negotiate Acceptance § Garner group agreement of “best” solution § In collaboration, get to win-win – find a solution that meets needs and concerns and accomplishes goals of each party. § Identify how and when to evaluate progress

Implement & Monitor § Formulate action plan and implement– specifics of who does what by when § Monitor over time, evaluate progress as agreed upon, and renegotiate as necessary